Jobs / United States / Abbott Laboratories
BHR Director LATAM
Abbott Laboratories · 🇺🇸 United States - Florida - Hollywood
Sponsorship verdict
Sponsorship possible
One solid signal, not two — worth applying, and worth asking about sponsorship early.
- Employer is on a government sponsor recordThe US Department of Labor certified 73 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 28 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
- The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
- No salary bar for this routeH-1B has no fixed salary bar: the employer must pay at least the prevailing wage for the role and area. Cap-subject employers enter a lottery weighted by wage level. Source: https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b, rules effective 2026-02-27.
- What Abbott Laboratories paid sponsored hires in similar roles4 certified filings for “Director, IT Architecture” (Computer and Information Systems Managers) in IL: $188k–$205k, median $197k. Most were filed at wage level IV (50%) — 4 lottery entries, ≈61% projected selection odds for cap-subject employers. Source: US Department of Labor LCA disclosure data (Oct 2025 – Jun 2026).
- Confirmed live todayWhen a source last listed this job as open.
US H-1B: cap-subject employers enter a lottery weighted by wage level — Level I gets 1 entry, Level IV gets 4 (DHS projected selection odds ≈15% at Level I to ≈61% at Level IV). Universities and non-profit research employers are cap-exempt. The $100,000 fee for new petitions from abroad is currently blocked by a court order (appeal pending).
A verdict summarises public evidence; it is not legal advice and never a guarantee — the employer and the immigration authority decide. Sign in to factor in where you can already work.
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Sponsor Radar — Abbott Laboratories
The US Department of Labor certified 73 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 28 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
Past sponsorship or register membership never guarantees sponsorship for this vacancy or for you. Full Sponsor Radar for Abbott Laboratories →
About the role
Abbott is a global healthcare leader that helps people live more fully at all stages of life. Our portfolio of life-changing technologies spans the spectrum of healthcare, with leading businesses and products in diagnostics, medical devices, nutritionals and branded generic medicines. Our 122,000 colleagues serve people in more than 160 countries. JOB DESCRIPTION: The Director of Business Human Resources will serve as the primary strategic partner to the business, developing HR strategies, needs assessments and the resulting HR solutions. This position leads the people agenda for the Abbott pharmaceuticals division (EPD) in LATAM, acts as a broker between the needs of the business by developing solutions that support the long-range objectives and partners and facilitates delivery of HR services across Practice Centres, country HR organizations and HR Service Centres to create and deliver human capital solutions that support those business strategy. This role will support a fully operating high growth business including R&D, Manufacturing, Clinical, Regulatory, Quality, Sales and Marketing functions across LATAM. It is a fast growing, dynamic business requiring a strong Business HR Partner to participate on the leadership team. A not exhaustive list of examples of scope of this job includes: • Division talent management reviews and Executive Talent Review • Division Diversity and Inclusion programs • Area succession planning • Leadership bench strength • High potential development across divisions and countries • Compensation planning (salary increases and division incentive handling) for GMs and above, and Area division employees and review of merit budget spent across countries • Addresses changes in business landscape that impacts human capital issues • Builds organizational talent pipeline by contributing to key developmental experiences CORE COMPETENCIES • Understands the key markets that the business operates in. • Leverages knowledge of the business to challenge and influence business leader's thinking and provide alternative insights on business issues. • Instils confidence, earns trust and credibility with business leaders by establishing a history of success. • Ability to balance long-range plans with urgent needs and articulate the trade-offs as they relate to delivering business results. • Forecasts and develops talent strategies that meet operating plan objectives. • Assesses financial implications of headcount models and develops multi-year headcount plans. • Deploys resources as required to deliver and execute high quality solutions to the business. • Establish contingency plans to mitigate risks aligned to business decisions. • Integrates multiple HR and business priorities and prioritizes efforts to balance trade-offs when resource and timing constraints emerge. • Evaluates and measures outcomes of HR programs and services and recommends new programs link to shifts in business needs. • Maintains objectivity when balancing trade-offs between competing HR priorities. • Define a strategy for and deliver solutions that attract, engage, develop & retain talent. • Leverages a solid foundation of organizational models and structures. • Understand how to connect structural recommendations to current and anticipated changes in business models. • Understands the complexities and implications of ER, legal, M&A, Contingent Labour, Works Councils, and Unions as it applies to the business you support. • Uses organization savvy, intuition, and judgement in managing sensitive situations. • Understands and navigates the complexity of the HR organization. • Establishes and appropriately leverages relationships with stakeholders throughout the organization. • Synthesizes and integrates HR services